Performance and learning

HR Business Partner manages performance reviews against named cycles. A cycle has a type, start and end dates, self-review and manager-review deadlines, a calibration date and a status. Each review identifies a subject and reviewer, review type, overall rating, narrative and progress status. This gives the people team a way to inspect who has submitted, what remains in review and which results have been released or acknowledged.

Employees can maintain goals connected to the same cycle. A goal includes a title, category, weight, due date, progress, status and final rating. The HR team should decide how goal changes during an active cycle affect the review. Learning records connect a course enrollment to an employee and course, then retain a separate training record for completed learning and certificate expiry.

• Cycles and reviews. The cycle sets dates and stage; each review carries a subject, reviewer and rating.
• Goals. Employee goals record progress, due dates and the final outcome for a cycle.
• Learning. Courses, enrollments and training records show assigned learning and durable completion evidence.

Define review cycle dates and who should submit each review type. The configured review types include self, manager, peer, upward and skip-level. Agree who may release a review and when the employee may acknowledge it. Reviewers should know which narrative belongs in the review and which information should stay private. For goals, agree how progress and final ratings are evaluated before importing an active cycle.

L&D Admin should review the course catalog’s category, delivery type, mandatory flag and active state. A course enrollment records assignment reason, due date, completion, score and status. A training record preserves title, provider, completion and expiration dates, certificate link and validity state. Decide who checks expiring records and how an updated certificate is recorded without losing earlier completion history.

Open a performance cycle for an operations employee. Give the employee a goal due before the review deadline and record the manager review with its subject and reviewer. Check that a submitted review remains linked to the intended cycle. Move the cycle through review and calibration according to the team’s actual decision process, then record release and employee acknowledgment as separate states.

For the same employee, enroll them in a safety course. Record completion and create a training record with a completion date and, when appropriate, an expiration date. Check the expiring training list before assigning follow-up. The people team can now discuss performance and learning from a connected employee history without treating a course enrollment as proof of completion.

• Open performance cycles — Cycles in progress with their dates and stage.
• Training expiring soon — Training evidence due for review before its expiration.
• Active workforce — Employee context for the reviewed population.

Follow the review and learning process. Set role boundaries in roles before inviting reviewers.